Ways of Recruiting Externally

There are numerous methods of successfully recruiting externally. Companies will seek to recruit in respective ways. The cheapest but not necessarily the most effective way is to advertise the role on your company’s website. The drawback to this is the minimal number of visitors to your site who have gone there looking for a potential vacancy. Trade magazines can be a more cost-effective way as you have a relatively inexpensive way of targeting your core audience.


Other methods include recruitment sites such as Indeed and Glassdoor. The downside to this method is that they are a costly option and still involve you having professionals within your company that carry out the vetting and recruitment process and the cost of advertising on the site. In addition, there are often plenty of scenarios when advertising the vacancy is not a matter that can be dealt with publicly. Cartisian are experts in understanding the dynamics of your recruitment needs and analysing your strategic requirements as a business.


Internal Recruitment vs External Recruitment


There are advantages and disadvantages of sourcing both internally and externally, so let’s dig into what the pros and cons of each type of recruitment are:


Advantages of Internal Recruitment



There are several benefits to recruiting from within a company. The first is likely the cost, as there are no fees to be paid to an agency. There will still be costs, but if the position is filled by a job advert on staff notice boards, you could save thousands.


Moral Boost and Career Progression 

In terms of a company ethos, there needs to be the ability to progress upwards, as career progression is a major selling point for many candidates. When recruiting for higher-level positions, a new manager who has been internally recruited can be accepted more gracefully by junior staff than a brand-new boss.


Better the Devil You Know

A benefit of an internally promoted candidate is that you know they are a cultural fit for your company, well-versed in your company policies, and know your staff.


Disadvantages of internal recruitment

external recruitment office conflict


However, when you throw a position open internally and interview several internal candidates, you leave yourself open to the disappointment of unsuccessful applications. This could cause untold levels of conflict within the company. Internal candidates who have been unsuccessful may seek promotion elsewhere. So, don’t be surprised when you receive notices from disgruntled staff who have found a position elsewhere, especially if they feel that job was rightfully theirs and that they cannot work underneath their previously same-ranked colleague. Of course, if you think that the position in question could only reasonably be attained by one internal candidate, you would avoid this issue.


Creating a New Vacancy 

When you recruit internally, you also need to consider that you could create more of a recruitment headache for yourself than a cabinet reshuffle. As you fill one higher position, you leave yourself with a lower vacancy to recruit for, which may be easier to fill but will still need to be recruited for. It’s also often impossible to reshuffle internally without a nose or two being left severely out of joint.


Advantages of External Recruitment


Avoiding Stagnation

While internal recruitment means you are not risking a cultural clash, you still do not benefit from fresh ideas and energy. External hires allow you to reassess your current strategy and can help you identify areas of improvement that can spark significant innovation and growth. Our head-hunting specialists are on hand to locate the best talent, using executive search techniques, whether from a local competitor or further afield, bringing with them a host of benefits.


Obviously, there are such things as legally binding Non-Disclosure Agreements, and an external candidate from a competitor cannot legally give you the Colonel’s secret recipe. However, they can certainly give you insight and, therefore, a comparison of your competitors and your company’s practices and processes and allow you to take a more insightful approach.


Good News Story 

When recruiting externally for high-ranking roles, you can share your acquisition publicly and further boost your company’s image. You can publicise details of the candidate’s strengths and how they will add to your company with a win-win good news article of your company’s success and growth to the public and shareholders.


All’s Fair

External recruitment via headhunting also has the additional bonus of giving competitors a problem to fix, as your talent acquisition will now have given one of your competitors the expensive problem of filling the talent gap you have created for them. So, while you can post an article on your website and in other publications about your new director and all the talents and experience they bring, it’s not unlike parading David Beckham around the press agencies in Real Madrid as your latest proud acquisition. But there is no escaping the fact that your happy news is a kick in the proverbial teeth for Man United.


Interim Recruitment

Most companies occasionally have particular temporary business needs, such as when a one-off project requires short-term expertise or consultancy work, or a high-level position needs covering for maternity leave. In specific circumstances, often the only solution is temporary external recruitment. At Cartisian, we are specialists in recruiting for these eventualities and >have the resources to seek out high-level candidates who will take on contracts to seamlessly meet short to mid-term demand.


Disadvantages of External Recruitment


Wasted Costs

Not all roles require the services of a specialised recruitment firm for external recruitment (although they can also help with psychometric testing for internal recruitment). If cost is an issue, routes such as trade magazines, word-of-mouth, staff referrals, and internal recruitment could be ideal solutions for many roles.

Staff Morale

Suppose your company has no promotional route and staff have no realistic career progression. In that case, you stand to lose the best talent you have already economically acquired at the grassroots level, who are trained up, loyal, and a perfect cultural fit for your company. You may lose out in the long run if you use external recruitment for all higher positions.


The best and most talented staff will always seek the best path for themselves. If you don’t provide it, someone else will, and the best talent will always resourcefully find and take a better opportunity. So, it’s a tightrope of effectively using internal and external recruitment and differentiating between the correct method for each role and the best solution for the business at that time.


When do I Choose External Recruitment, and When is Internal Recruitment a Better Solution?


There are plenty of cases when internal recruitment is just the ticket. A simple promotion from junior level to team leader, depending on the size of your company, is likely to give you a candidate pool that is suitably large enough to recruit from effectively. The vacancy you will have created is junior and easy enough to fill through your company website, graduate schemes, the job centre’s free service, or job boards. The vetting process is easy enough, and an unsuccessful attempt to fill the junior vacancy will not be a disaster in terms of cost. This kind of promotion is unlikely to cause conflict among junior staff, who will likely be satisfied with a “No, not right now, but with a little more service, it’ll be a Yes next time.”


Internal recruitment also promotes a company ethos that internal advancement is possible, attainable, and encouraged. Just keep working hard towards your goals, and promotion will happen.


As a company, you may be working with graduates with a clearly defined promotional path and career progression, with targets already in place and outlined. This is also an excellent internal recruitment method that retains quality talent and is highly cost-effective.


However, when it comes to executive-level external recruitment, if you don’t have a stand-out candidate within your company, this scenario usually demands the expertise of a technical recruitment agency, which brings with it inspiration and a competitive edge.

Of course, we understand that there are plenty of times when internal recruitment is the best route for your company. After all, a company with no career progression is exceptionally unattractive for real talent and not one we would endorse in most circumstances. However, there are also times when external recruitment is either the only or the best option.


Externally recruiting candidates from competitors is one of the few ways a company can effectively achieve growth. These additional benefits are difficult to initially account for on the balance sheet but will certainly more than offset the finder’s fee paid to a recruitment agency in virtually every circumstance.


Externally recruiting young office staff

Ways an Executive Recruitment Agency Can Help Your Recruitment Journey

Creating a Competitive Package

A specialist recruitment agency can also work with you, targeting talented specialists in your required field. They can also help you formulate the correct remuneration package to attract the best talent. They can work with you to structure a package that incorporates what is competitive enough for talented staff to change direction. An attractive package, especially following the COVID-19-induced Great Resignation, incorporates many factors, including work-life balance, flexibility, career progression, holidays, bonuses, and many other contractual parts of the role you seek to fill.

Expert Networkers

Whatever your sector, the benefit of outsourcing your recruitment to a specialist agency is their networking abilities. Recruitment consultants work by following the careers of top-class candidates for years. What is virtually impossible for most companies is a few phone calls for specialist consultants to connect with the most talented performers in your industry.

But as a recruitment agency, it’s all in a day’s work for consultants to call high-flying candidates they regularly network with to inquire about their career progress and future goals and inform them of your attractive new package.

External Overseas Recruitment 

An executive agency has the unique ability to source clients from overseas, which is difficult for most companies to execute. There are shortages in sectors such as engineering and manufacturing; however, we are experts in tapping into the unlimited global talent pool.

Sourcing in Specialised Niches

When recruiting externally in specialist sectors, choosing a dedicated agency is crucial. The best agencies have highly experienced consultants in their specialised industries. Top-class recruitment consultants have the knowledge to ask the right questions, vet and evaluate their skill level and industry-based expertise, and determine whether they genuinely meet the calibre required for your vacancy.

Cartisian has a total of ten specialisations, and our recruiters have in-depth knowledge of your industry and what you require in these highly technical roles:

If you have identified a placement that would benefit from our talent acquisition specialists’ skills, please contact us. Our in-depth understanding of your industry allows us to create a resourcing plan tailored to your business needs. We use various methods to source your ideal candidate, from discrete headhunting to executive search and selection to advertising your vacancy. Our passionate consultants are experts in their field and will provide you with case studies and client testimonials. We will take the time to understand your objectives and harness the best available talent to keep your company on the right track for growth.

To speak to one of our expert consultants, call today on 0121 295 1600.